Organisational Behaviour Report: Culture, Power, and Motivation at BBC

This report provides an in-depth analysis of organizational behavior within the British Broadcasting Corporation (BBC). It begins by exploring Handy's cultural typology to understand employee satisfaction. The report then examines how culture, power, and politics influence employee behavior within BB...Read More

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Handy's cultural Typology......................................................................................................1
b) Ways in which culture, power and politics affects the behaviour of BBC.............................2
M1 Analysing the culture, power and politics impact on team and individual behaviour..........3
TASK 2............................................................................................................................................3
a) Explain what is meant by content and process theories of motivation...................................3
b) Evaluation of theories to improve the effectiveness in teams within BBC............................5
c) How will improved levels of motivation within BBC helps to achieve its organisational
goals............................................................................................................................................5
TASK 3............................................................................................................................................6
a) Identify and explain the different types of teams and its importance.....................................6
b) Roles to makes an effective team in BBC..............................................................................7
M3 Analysis of team and group development theories...............................................................7
TASK 4............................................................................................................................................8
a) Theory to improve productivity and team performance of BBC............................................8
b) Main barriers to effective performance within BBC..............................................................8
M4 Evaluating concepts and theories of organisational behaviour............................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
Organisations have dynamic approach towards achieving their objectives. It changes the
behaviour of the employees. The attitude of the employees in this regard is highly crucial and the
study of their behaviour in the group is known as organisational behaviour. It is important for the
managers in identifying the issues that impacts the approach of employees as well as it helps in
understanding the needs of theirs (Balducci, Fraccaroli and Schaufeli, 2010). One of the most
important aspect of organisational behaviour is that it helps in managing people and leaders often
uses it for increasing the productiveness of the employees. BBC is the company that has many
kinds of organisational behaviour existing in it. Since this company has its operations in 130
nations. Such a diversified workforce can help to understand organisational behaviour in a better
way. This report highlights the culture, politics and power impact on organisational behaviour. It
also showcases the needs of the people while working in the firm as well as use of effective
teams in achieving organisational objectives.
TASK 1
a) Handy's cultural Typology
This is the model that assists managers and organisations in understanding that
employees satisfaction criteria. In the smith review of BBC, she stated that in firm people
understands the culture and tries to adjust accordingly as per the their need. Handy suggested that
there are four distinct type of cultural typology is present in BBC. All four are listed below:
 Power culture: In this type of atmosphere only a little number of employees enjoys
power. They have the authority and power with themselves. They are the ones that alters
and shifts the structure and policies of the firm. The organisation which is larger in size
has such kind of culture as it helps them in making decisions at a faster rate.
 Role culture: It is a cultural atmosphere where all the individuals knows that what is their
role and responsibilities (Borman, 2014). It is the place where they have been told about
their roles and responsibilities in shorter way. BBC takes use of this so as to ensure that
staffs knows what they have to do.
 Person culture: This is an environment where people starts putting their interest ahead of
objectives of the firm. It is disastrous for the company in the long run as it brings
1

negativity at the workplace. It also shivers the morale of the employees and they start to
feel their unimportance.
 Task culture: This is one of the most common type of culture that exist in almost every
firm. Here all the decisions and procedures are selected as per its effectiveness inside the
firm. People generally does what they have to do.
In BBC, all the officials has to distribute the tasks to their subordinates as per their skills
and abilities. Smith suggested in his review that power culture has effected performance of the
employees and do not support generation of new idea and enhancing productivity (Edwards,
2010). Since company needs to focus more on task culture.
b) Ways in which culture, power and politics affects the behaviour of BBC.
In BBC There are several factors that is affecting the behaviour of the employees inside
the firm. Since the managers have to ensure that all task is done in effective manner hence thye
need to have clear understanding of all these factors. BBC has an highly diversifies workforce
and all of them come from different backgrounds, culture and have totally different personal
experience. Their personal values and ethics are totally distinct from others. In order to
understand the impact of these factors these points needs to be understood:
 Culture: In every firm there are different types of culture. Cultural environment shapes
the behaviour of the person up to much greater extent. Since the people in the BBC
comes from different cultural backgrounds which they some how carry to their workplace
hence the whole culture inside the firm is mixed (Bratton and et. al., 2010). Citing the
example of Apple it can be seen that there company's innovation culture has increase the
number of research that is going on inside the firm. It as changed the behaviour of the
employee to have more scientific approach towards their work. This had led company in
becoming the best in the business.
 Politics: Inside a firm since there are vary different kinds of motives and personal goals
and hence politics is present in it. There are two kinds of politics that affects the
behaviour and performance of the firm i.e. internal and external. These both kind of
politics have severe effect on the productivity of the firm. Since the personal interest is
aimed to be achieved by politics hence it increases the chances of conflict at various
levels of the firm.
2

 Power: It is defined as the ability of the individual to influence the work process and
decision of the firm. This is generally done by the virtue of their position. Inside BBC
there are only few people that enjoys power and the rest other have the powers to make
situational decisions.
M1 Analysing the culture, power and politics impact on team and individual behaviour.
Culture, politics and power affect the team and personal behaviour of people. Approach
of the person that he or she will choose while doing any task lies with the culture that is
prevalent inside the firm. It is important for achieving organisational objectives in a better way.
Culture inside the firm helps in deriving the ways that will be followed by the people in
completing their task (Dipboye and Colella, 2013). Distribution of power inside the company
helps in understanding the role they have in achieving organisational objectives. Power must be
distributed after thinking in a better way so that any people may not use it for their benefit. On
the other hand internal politics has negative impact on the behaviour of the person and external
politics have mixed impact. It is important for the firm to manage both of these so that people
centric approach is not developed inside the firm. One of the hardest hit that politics give is on
the team culture which is very important for the firm.
TASK 2
a) Explain what is meant by content and process theories of motivation
The study of all the reasons behind variations in the needs of human with changes in time
is known as content theory (Erez, 2010). It explains all those critical factors which can motivate
or demotivate human behaviour. Some of the content theories has been described below:
 McGregor's Theory X and Theory Y: McGregor has offered two types of motivational
theory X and Y which is explained below:
◦ Theories X: All those employees who hate their jobs or try to avoid their roles and
responsibilities at work, lies under X category. Theory X explains that, persons
having such issues use to takes more leave which increases absenteeism within
organisation (Foxall, 2010). Hence, in case of BBC, it should control and direct X
category employees through threaten them against firing from job or loss of pay.
These categories employees are careless and lazy, they are highly sensitive for job
security rather to give good performance in a company.
3

◦ Theory Y: According to this theory, those employees who wants plenty of new
responsibilities and are highly motivated for work performance, lies under category
Y. These employees are ambitious human and achievers. They focus on creativity
into a work. Hence, in case of BBC, controlling such employees is easier than X
category. A highly motivational speech is enough to boost their performance.
 ERG Theory: It is advance to Maslow's Hierarchy of Needs. In ERG Theory, existence
and physiological needs are marked at base in which food, drink, clothes, safety, etc. is
included (Hannah and Avolio, 2010). Next comes Relatedness Needs in which employees
needs of making relations, connecting with other individuals and groups are considered.
In the top, Growth needs has considered, these needs are related to personal achievement
of goals and self-actualization of a person (Klein, Becker and Meyer, 2012). Sometimes,
attempt in satisfying Growth needs, employees get frustrated or depresses. At that time,
his eagerness to make new relations is increased. So, this theory works from below to top
or up to down depends on different situations.
Process theories are different from content theories because it explains about
changes and developments behaviour of a company (Larsen and Olaisen, 2013). This theory
represents the idea of process. It shows relationship between dependent and independent
variables. According to this theory, dependent variable observes changes based on variations in
independent factors. It analyses about how something happens in a environment like it tries to
find logical answers behind any sort of actions occurred in a company. It identifies and
4
Existence and
physiological needs
Relatedness
Needs
Growth Needs

represents evidence to support its logical findings. This theory helps in generating the urge of
curiosity into employees which motivates them to learn more.
b) Evaluation of theories to improve the effectiveness in teams within BBC
Content and process theories both together helps an organisation in keep their team
motivated by focusing on individual needs or through behavioural studies of an individual (Liao,
Martocchio and Joshi, 2010). Various evaluation of theories to improve the effectiveness in
teams within BBC are given below:
 Gives challenging Tasks: It will be easy for a manager to control the performance of
their employees through knowing employees behaviour. Behaviour of employees can be
identified through McGregor's theories of X and Y. In which he identifies two types of
employees based on their attitude towards work. X type employees are lazy, avoids extra
responsibilities and on the other hand Y type employees always looking for new
opportunities. In case of BBC, employees lies in category X can be handle within a team
through threaten them against job loss and category Y can be motivated through
inspirational speech or hardcore target given to them. So, this way evaluation of these
theories improves effectiveness within BBC's team.
 People started feeling appreciated: Through ERG theory, Growth needs has increased
in a team. This evaluation has increased the effectiveness in a team within BBC through
motivating each person of a team to give his best. Also he's performance is appreciated
by managers which encourages him for more hard work and give best performance.
 Trend of communication with staff members has started: ERG theory has started the
trend of improving communication level within staff members. This evaluation helps in
improving team effectiveness through sharing efficient and smart way of working with
each other. This also helps BBC through satisfying teams social needs through solving
common problems with private discussion between team members.
c) How will improved levels of motivation within BBC helps to achieve its organisational goals
Improved level of motivation can help BBC's employees in achieving organisational
goals in following ways:
 It can improve productivity of a company: A highly encouraged employees always
motivates themselves and this supports BBC in improving its productivity. Because
employees links their objectives with company if they are motivated (Mendenhall, 2012).
5

 It improves the quality of work: A highly motivated employees always gives efforts to
better his performance. His performance is based on quality of work accomplished by
him. Hence, all efforts put by employees to improve his work also automatically
improves the quality of work.
 It reduces conflicts: Improved level of motivation, gives directions to employees, to
move towards achieving BBC's goals. Because a highly motivated employees will always
focus on long-term benefits and achieving company's goal will benefit him in future
growth of him.
 It helps in improving coordination between employees: Improved level of motivation
in employees can help BBC in maintaining proper coordination between them.
Coordination in employees is necessary to achieve goals easily with collective efforts.
 It encourages employees for team work: Through improved level of motivation, BBC
can manage to give common task within a team. Company can encourage them for taking
group decision to achieve these common task.
 It helps in generating creativity and innovation: A highly motivated employees will
always try to add some value to BBC. This tendencies will generate creativity and
innovation at work to make it more effective and efficient.
TASK 3
a) Identify and explain the different types of teams and its importance
There are different types of team within BBC which is explained below:
 Problem-Solving Teams: This type of team normally operated by 10-15 employees. The
aim of this type of team is to gather every week to discuss topics like quality
improvement, efficiency at work, environment of work, work performance related issues,
etc. In problem-solving team, members of this team shares ideas and gives suggestions to
solve issues of BBC. They also works to improve methods of working.
 Project Teams: This type of team works for accomplish particular task and projects.
Organises by employees between 12-15 people. These team works only for specified time
period also called deadline of a project.
6

 Functional Team: These type of team is formed by employees working in same
hierarchical level within BBC. But it work in different functional areas like marketing,
financing, IT, etc.
b) Roles to makes an effective team in BBC
Belbin's roles of team theory can help BBC in making effective team. According to this
theory, one employees can identify the behaviour and skill of others through working together
(Rafaeli and Pratt, 2013). There are nine different roles explained by Berlin, which can build
effective team in BBC are given below:
 Implementer: The role of implementer is to execute plans and ideas to complete
particular task easily. It makes team effective through creative ideas in team effort.
 Resource Investigator: Person of this role, are extroverted and contains lots of outside
and inside networks within a company. BBC can utilise these roles in developing and
maintaining contacts and networks to make effective team.
 Plant: These persons plays an important role for BBC because they are creative thinker
of a team and thus makes team effective through suggesting innovative things.
 Monitor: Persons having these roles, thinks everything logically and tries to evidence
everything with true facts. Hence, it gives internal strength to a team within BBC and
makes team effective.
 Shaper: As the name indicates, these persons plays a role of dedicated member for a
work. They make teams effective through encourages others team members to finish
assigned task before deadlines.
 Coordinator: They makes team effective within BBC through build coordination
between all other members of a team.
 Team Worker: These roles makes team effective within BBC by focusing on building
atmosphere of team work.
 Specialist: These persons are mainly subject matter experts who makes team effective
through providing general guidance to team members within BBC.
M3 Analysis of team and group development theories
Researchers have given different teams and group development theories. These teams
role is to attain common objectives of a company. It helps in enhancing quality of work by
reducing errors in results (Reiche, 2012). Two famous persons Tuckman and Belbin has given
7

different theories by which team and groups can be developed. Tuckman's theory contributes in
understanding several stages of group formation and on the other hand Belbin's theory explains
different distinct types of roles played by employees to make team effective.
TASK 4
a) Theory to improve productivity and team performance of BBC
Through path-goal theory, improvement in productivity and team performance of BBC is
possible. Hence, path-goal theories can be implemented in several steps given below:
 Determine the characteristics of employees and environment: According to path goal
theory, BBC should know its employees characteristics first (Reid, 2013). Because path-
goal theory can only be implemented on the bases of person's behaviour.
 Select Leadership style: After identifying behaviour of employees, the second step is to
choose particular leadership style by BBC's manager. For example, Leader can choose
dictator style within BBC to force lazy and unproductive employees to give their effort to
improve productivity and team performance of a company.
 Focus on motivational factors to help employee in success: After selecting required
leadership style, the next step path-goal theory is to focus on employees critical success
factors like income, promotion, etc. This will help BBC in improving productivity and
team performance of a company.
b) Main barriers to effective performance within BBC
There are various barriers in effective performance within BBC, these barriers are
explained below:
 Leaders Attitude: Some times ego of a leader becomes barriers in effective performance
of a team within BBC. Because leader with such a behaviour or attitude will never
accepts team mates useful suggestions. This will restricts talented employees to generate
creative and innovative ideas which can be effective for teams performance.
 Different motivational factors: Even if the behaviour of Leader is good but factors of
motivation of teammates are not matched with each other than it becomes barriers to
effective performance within BBC.
8

 BBC's business structures: BBC is a big organisation, it has a long hierarchical
structure which makes decision-making process slow. This slow process creates barriers
in effective performance within BBC.
 Inequalities in work: In BBC, still feminism and masculinism treated differently. Means
females are getting less than Males. So, due to these inequalities, females doesn't give
their best at work which is the main barriers in effective performance within BBC.
 Favouritism: It is good but on those cases where particular employees have a potential to
sustainable growth. But favouritism for unproductive employee is the main barrier in
effective performance within BBC.
M4 Evaluating concepts and theories of organisational behaviour
It is important for a firm to understand organisational behaviour theories. Because
methods of these theories helps in improving BBC's performance in achievement of goals.
Concepts of OB supports an organisation to complete its project within deadlines (Weekley and
Ployhart, 2013). As overall quality of BBC's products and services effects by time taken by a
company in finishing certain tasks. It is important for every company to understand these
concepts and follow theories of OB to make separate brand image in the market. These concepts
also helps in understanding the behaviour of employees.
CONCLUSION
BBC is a large organisation having global brand image. It has made changes in their work
cultures and structures to improve its performance. So, after take consideration of several factors
which gives strengths and become barriers for a company, it can be concluded that BBC has
drawbacks and loop holes in the path of success. These loop holes can be closed by proper
utilisation of its critical success factors like team performance, implementer, etc. It is also
recommended that company should regulate their policies regularly to change their strategies and
plans.
9

REFERENCES
Books and journals
Balducci, C., Fraccaroli, F. and Schaufeli, W. B., 2010. Psychometric properties of the Italian
version of the Utrecht Work Engagement Scale (UWES-9). European Journal of
Psychological Assessment.
Borman, W. C., 2014. Organizational citizenship behavior and contextual performance: A
special issue of human performance. Psychology Press.
Bratton, J., and et. al., 2010. Work and organizational behaviour. Palgrave Macmillan.
Dipboye, R. L. and Colella, A. eds., 2013. Discrimination at work: The psychological and
organizational bases. Psychology Press.
Edwards, J. R., 2010. Reconsidering theoretical progress in organizational and management
research. Organizational Research Methods. 13(4). pp.615-619.
Erez, M., 2010. Culture and job design. Journal of Organizational Behavior. 31(2‐3). pp.389-
400.
Foxall, G. R., 2010. Invitation to consumer behavior analysis. Journal of Organizational
Behavior Management. 30(2). pp.92-109.
Hannah, S. T. and Avolio, B. J., 2010. Ready or not: How do we accelerate the developmental
readiness of leaders?. Journal of Organizational Behavior. 31(8). pp.1181-1187.
Klein, H. J., Becker, T. E. and Meyer, J. P. eds., 2012. Commitment in organizations:
Accumulated wisdom and new directions. Routledge.
Larsen, T. J. and Olaisen, J., 2013. Innovating strategically in information and knowledge
management: Applications of organizational behavior theory. International Journal of
Information Management. 33(5). pp.764-774.
Liao, H., Martocchio, J. J. and Joshi, A. eds., 2010. Research in personnel and human resources
management. Emerald Group Publishing Limited.
Mendenhall, M. E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Rafaeli, A. and Pratt, M. G. eds., 2013. Artifacts and organizations: Beyond mere symbolism.
Psychology Press.
Reiche, B. S., and et. al., 2012. Readings and cases in international human resource
management and organizational behavior. Routledge.
Reid, D. H., 2013. Organizational behavior management and developmental disabilities
services: Accomplishments and future directions. Routledge.
Weekley, J. A. and Ployhart, R. E. eds., 2013. Situational judgment tests: Theory, measurement,
and application. Psychology Press.
Online
Organisational behaviour. 2017. [Online]. Available through:
<http://www.businessdictionary.com/definition/organizational-behavior.html>.
[Accessed on 31st October 2017].
10

11